There are many ways of chalking out sales targets. I an going to enlist two popular ones

1. In this method, the incentive is calculated on the basis of revenue target achieved. The revenue target is normally 4-5 times of salary( 4-5 times in case of junior employees such as sales ex.). Revenue is cumulative receipt from new and existing accounts. The incentive is around 10% of the revenue target achieved and payable either at the end of month or at the end of quarter.

Example: The salary of sales ex. is Rs.10,000. His target would be Rs. 50,000. If he achieves revenue of Rs.55,000, his take home will be Rs. 15,500. If his achievement is , say, Rs. 44,000, there would be no incentive and his take home will be Rs.10,000.

This is good for smaller organization. Since the monetary incentive is paid without much delay, not much reliance on non monetary incentives.

2. In second type, everything remains same but incentive is paid at the end of year. In some organisations which use this method, revenue target is given but that is not taken into account while calculating incentive. Incentive is based on the grading that an employee achieves which, in turn, depends on revenue but there are other factors, as well.

This is suitable for bigger organisations and requires lot of non monetary incentives in the transit period.

Hi, How do i calculate incentive for my employee based on login hours, break timings, productivity and number of leave taken. Plz can anyone help me out on this.

Found This Useful? +Vote Up This Via Google.

Why Vote? User validation is extremely important for good content to prosper.

Disclaimer: This network and the advice provided in good faith by our members only facilitates as a direction towards the actions necessary. The advice should be validated by proper consultation with a certified professional. The network or the members providing advice cannot be held liable for any consequences, under any circumstances.